Employee Engagement Reflection Engagement at work includes the desire to work hard in a positive fulfilling work environment (Patrick & Mukherjee, 2018; Roussel, Harris, & Thomas, 2016; Uhl-Bien, Osborn, & Schermerhorn, 2014). Employee engagement leads to increased job satisfaction, lower turnover rates, organization commitment, and decreased absenteeism (Patrick & Mukherjee, 2018; Prathiba, 2016; Uhl-Bien, Osborn, & Schermerhorn, 2014). The difficulty is reach each individual and encouraging them to bring their best to work each day. Companies are composed of multiple personnel from various generations, backgrounds, personalities, characteristics, and learning styles (Uhl-Bien, Osborn, & Schermerhorn, 2014). The work environment, leadership team, and coworkers can affect how an individual engages or disengages from their organization (Uhl-Bien, Osborn, & Schermerhorn, 2014). Why does disengagement occur? What interventions can improve employee engagement? What is the future for an organization that does not improve their employee engagement?
Employee Disengagement Disengaged employees can lead to poor retention rates, poor work …show more content…
Nonetheless, only forty-nine percent of employers offer the opportunity for growth or advancement (Branham, 2008). It has been reported that the stunt in growth can be due to someone in a position of leadership (Branham, 2008). It is the duty as a leader to instill growth and empower others to improve as it is some characteristics of being a servant leader (Roussel, Harris, & Thomas, 2016; White & Griffith, 2016). The organization could hold workshops for the employees for career-growth and career-coaching training for those in leadership roles (Branham, 2008). The organization could also encourage growth through tuition assistance or scholarships to those working to advance their career to benefit their
Employee Disengagement Disengaged employees can lead to poor retention rates, poor work …show more content…
Nonetheless, only forty-nine percent of employers offer the opportunity for growth or advancement (Branham, 2008). It has been reported that the stunt in growth can be due to someone in a position of leadership (Branham, 2008). It is the duty as a leader to instill growth and empower others to improve as it is some characteristics of being a servant leader (Roussel, Harris, & Thomas, 2016; White & Griffith, 2016). The organization could hold workshops for the employees for career-growth and career-coaching training for those in leadership roles (Branham, 2008). The organization could also encourage growth through tuition assistance or scholarships to those working to advance their career to benefit their